Measuring the Competence of the Human Resource Representative - Assignment Example

The Developing Interviews Questions 1. A Plan to Measure the Competence of the Human Resource Representative For a person that has the role to perform as a human resource representative, he has to have the knowledge, skills, abilities and other characteristics that will help him or her to enhance their skills. For this reason, an interview to determine whether a person has these qualities need to be carried out to ensure that a company employees the most competent employee. A structured interview that can be used to get assess the competence of a candidate can be as follows: Tick appropriately in the spaces provided for the sections that fits your description; 1. How old are you? Less than 30 [ ] 30-40 [ ] 41-50 [ ] Over 50 [ ] 2. How many years have you held a position of leadership in an organisation? Less than two years [ ] 2- 4 [ ] 5-7 [ ] above 7 [ ] 3. How would you deal with a defiant employee? Expel [ ] Sue [ ] Punish physically [ ] Suspend the salary [ ] Nothing [ ] Talk to them [ ] Any other (specify)........... 4. How can increase the rate of participation of employees in the company? Punishing [ ] Giving commission [ ] Training [ ] Any other (specify)............ 5. What strategy can you use to ensure employees participation in their duties? Give warning [ ] Creating teams [ ] Sharing responsibilities [ ] Any other (specify)............ 6. What strategy can you get employees for a duty in the company? Academic qualification [ ] Experience [ ] Enumeration they ask [ ] Any other (specify)............. In assessing first and the second question, it will be essential to establish the authority a human resource representative could have in administering over other employee. Age and experience in an occupation will help the employees to acquire substantial knowledge in organisational leadership and it helps the human resource representatives to have an understanding of the way to treat others in an organisation (Storey, 2007, p. 99). In asking the question of the way to deal with the defiant employees or how one can motivate them. The interviewer intends to deduce the kind of relationship that a human resource representative can have so that they can be effective in their duties. This implies that the employees will try to measure the effectiveness of a person who can hold the position of human resource representative. This is also an assessment of the ability of a candidate for a job in human resource to deal with various things that are important to the welfare of employees (Martin, 2009, p. 36-42). The question of the strategy that a candidate for human resource job would use to ensure that the employees under him or her are motivates and committed to the job measures the skills that one needs to have in the organisation. The skills that a person should have to qualify as a human resource representative are important for the general operation of the company. The question of the criteria a human resource representative should use to select employee implies the value he or she gives to performance. It tests understanding of the dynamics of the company for which a person works (Swanepoel, Erasmus and Schenk, 2008, p. 32). References Martin, J. (2009). Human resource management. Los Angeles: SAGE. Storey, J. (2007). Human resource management: A critical text. London: Thomson. Swanepoel, B., Erasmus, B., & Schenk, H. (2008). South African human resource management: Theory and practice. Lansdowne: Juta & Co. 2. How organisations determine testing in selection of employees In the process of getting employees to do certain assignments in an organisation, there are different things that are crucial so that they can get the right person for a specific task. This implies that the organisation has to determine the things on which they will emphasise and put into the test so that they can implement the selection. This enhances the ability of the organisational management to obtain the individuals who meet the criteria they set to come up with the best suited employees. There are different tests that various companies may implement so that they can get the people they want and invest little money on in-job training. According to the job for which the organisation wants to hire an individual, carrying out tests is inevitable so that they can get a person that is conversant with the requirements of the job (Murov and American Bar Association, 2005, p. 263). Some organisations emphasise the importance of qualification in the process of selecting the individuals that can take on a job that they put on offer. This means that they will go ahead to look for the person that has the highest certification and choose that person for the job in place of others that are less qualified. However, there other organisation that emphasise on the skills that the candidate for the jobs they offer need to have in addition to the certification. These companies have to use a process of testing so that they can have the best suited person to fill the vacancy for the job they offer. This means that use of tests in a selection process is determined by the kind of assignment the individual is supposed to take in the organisation (Arthur, 2012, p. 4-8). According some organisations, the soberness of an individual is an important element in getting the right candidate for a job and employer would go beyond academic and professional qualification to test it. This is because in such jobs, the individuals need to concentrate so that they can achieve the best outcome for the success of the company. These organisations carry out drug test to ensure that the people that they employ are not addicts of drugs who can risk the performance. On the other hand, some activities that various organisations operate are risky and cannot accommodate people who act under the influence of drugs. This means that in the process of selection of the candidate to fill a vacancy for a job in that organisation, they have to introduce drug test in the selection process so that they do not risk the life of a person or the company’s operation (Gitman and McDaniel, 2009, p. 226-227). When an organisation is in the process of selection, it carries out an assessment of the risks involved in a certain job and then determines the conditions that candidates for the vacancy should have. This means that in the selection process, drug test may be inevitable for a certain job but absent in another or may be a priority for one organisation but not to another. References Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York: American Management Association Gitman, L. J., & McDaniel, C. D. (2009). The future of business: The essentials. Mason, OH: South-Western Cenage Learning. Murov, E. B., & American Bar Association. (2005). The practitioner's guide to defense of EPL claims. Chicago, Ill: American Bar Association. Read More